When most of us think about diversity and inclusion, we go to commonly discussed dimensions such as gender, race, sexual orientation, and disability.
But there’s another dimension—one that is often not considered yet is relevant to every person: generation.
The more work we do in this area, the more we realise the huge and unique benefits of focussing on generational inclusion. Read on for a look at what we are seeing in this space.
Why Generational Inclusion Is a Unique Opportunity
1. It Offers Daily Opportunities to Build Inclusion
Unlike some dimensions of diversity where day-to-day contact may be limited, generational diversity is everywhere. Most teams include a range of ages. That means we are constantly interacting across generational lines—whether we think about it or not.
This makes generational inclusion a high-frequency, high-impact way to build inclusive skills and habits. It provides the chance to turn inclusive behaviour from theory into everyday practice. This is a big part of why the training we have been doing in this space has resulted in such tangible change.
2. It’s Immediately Relatable
We are all part of a generation.We can see ourselves in the discussions around this topic, whether areas such as learning or policy. This isn’t just about others, it’s about us. This makes it easier to connect to the concept of generational inclusion before then expanding out our thinking to others.
Everyone has a generational story. Everyone remembers their first job, their early mentors, the technology that defined their era. Because we’ve all lived through different social, political and economic moments, we each bring a unique lens to the workplace.
This is what has made the generational conversations we have facilitated so successful. They are accessible, personal, and engaging—even for those who might feel uncertain about other inclusion topics.
3. It Directly Impacts Culture, Retention, and Performance
Generational inclusion means recognising, respecting, and actively managing the differences in values, communication styles, expectations, and lived experiences between age groups in your organisation. We’ve seen that when this occurs, people communicate better, collaborate more effectively, and feel more psychologically safe.
That translates into stronger team dynamics, better relationships with customers and stakeholders, increased retention across age groups and, more adaptable, resilient organisations.
In short: generational inclusion is a huge opportunity not just to build more inclusive workplaces, but also more effective workplaces.
Why Generational Inclusion Is Often Overlooked
Despite these benefits, very few organisations have an explicit focus on generational inclusion.
We’ve worked with thousands of organisations on building high-performing, inclusive cultures. But when it comes to generational inclusion,? We can count on one hand the number of organisations that have a deliberate strategy.
Why is this the case?
It’s So Universal, It’s Invisible
Unlike race or gender, generational identity applies to everyone. That can make it harder to see—and therefore less top of mind. However, our generation and associated societal contexts shape everything—from how people view leadership to how they collaborate and what they expect from their job.
Stereotypes Are Still Socially Acceptable
Where other forms of identity-based bias are (rightly) called out, age-based assumptions are often shrugged off. In the organisations we work with, we hear things such as:
“Gen Z doesn’t want to work.”
“Millennials are entitled.”
“Older workers can’t keep up with change.”
Despite these comments still being seen as “normal”, these narratives do real damage, eroding psychological safety and trust.
Leadership Blind Spots
When leadership is homogenous in age—as it often is—it creates unconscious blind spots because teams can all think it the same way. For example a leadership team consisting of solely later-generation members could view younger generations as “entitled,” while those younger team members might describe themselves as “being clear and honest around their expectations.” This lack of understanding / miscommunication can significantly impact team relationships and cause negative working dynamics.
Getting It Right Creates Real Impact
With a deliberate focus on generational inclusion, organisations can:
- Identify and address hidden tensions
- Mitigate stereotyping and disengagement
- Build more psychologically safe teams
- Encourage knowledge sharing and mentoring
- Create cultures where every generation feels valued and heard
And when that happens, you don’t just get a more inclusive workplace. You get a stronger, smarter, more future-ready organisation.
What’s Next?
Should you be thinking about generational inclusion in your workplace? Here are three reflection questions for you and / or your team:
- Do we have data on the shifting age demographics of our workforce and do we have a long term plan to address this?
E.g. are a significant portion of your workforce heading towards retirement and do we have succession planning and ways to attract and retain younger talent in place? - Do we hear generational stereotypes in our workplace?
E.g. Are comments such as “Millennials are lazy” or “Boomers can’t work technology” commonplace around your organisation? - Are our leaders actively considering different ways of interacting with team members across generations?
E.g. creating psychological safety and having discussions around differences in communication styles and workplace expectations.
If you’d like to explore this further or bring this conversation into your team, reach out to us at hello@leadersforgood.org, and see the work we are doing in Generational Inclusion here.